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Using data from a 2007 U.S. survey of workers, this article examines the implications of schedule control for work-family role blurring and work-family conflict. Four main findings indicate that (a) schedule control is associated with more frequent working at home and work-family multitasking activities; (b) the positive association between schedule control and multitasking suppresses the negative association between schedule control and workfamily conflict; (c) the positive association between working at home and multitasking is weaker among individuals with greater schedule control; and (d) the positive association between work-family multitasking and workfamily conflict is weaker among individuals with greater schedule control. Our findings reveal previously undocumented mediating, suppression, and moderating patterns in the ways that schedule control contributes to work-family role blurring and work-family conflict. The authors discuss the implications of these findings for views of schedule control as a "resource" and theories about the borders in the work-family interface.

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Ce document est protégé par la loi sur le droit d'auteur. L'utilisation des services d'Érudit (y compris la reproduction) est assujettie à sa politique d'utilisation que vous pouvez consulter en ligne. [https://apropos.erudit.org/fr/usagers/politiquedutilisation/]Cet article est diffusé et préservé par Érudit.Érudit est un consortium interuniversitaire sans but lucratif composé de l'Université de Montréal, l'Université Laval et l'Université du Québec à Montréal. Il a pour mission la promotion et la valorisation de la recherche. www.erudit.org Tous droits réservés © Département des relations industrielles de l'Université Laval, 2009 74 © département des relations industrielles, université laval -issn 0034-379X -ri/ir, 65-1, 2010, 74 -97 Gender Differences in Precarious Work Settings Marisa C. YoungThis study uses human capital and gender stratification theory to answer three research questions concerning the gendered patterns of precarious employment, the effects of human capital investments and family obligations on precarious employment, and the extent that these investments and obligations affect precarious employment differently for men and women. Lucrative jobs that offer benefits, union protection, with full-time work status were considered indicators of high quality and therefore non-precarious employment. Using data from U.s. respondents, findings suggest: a) a "gender" to precarious employment in that women are more likely to work in low quality job settings; b) gender discrepancies in benefits and union protection are explained by differences in men's and women's human capital, family investments, and other work-related situations; and, c) gender differences in wages and parttime work status result from workplace discrimination towards women. The implications of these findings are discussed along with recommendations for future research.KeYWorDs: precarious work, nonstandard work, gender differences, human capital theory, gender stratification theory IntroductionThe past several decades have reflected a proliferation in non-standard jobs, including part-time and over-time work, double-shifts, and temporary positions in all sectors of the labour market (Presser, 2003;Vosko, 2006). These jobs are often defined as precarious in nature as they provide low wages, few benefits, and modest security (Vosko, 2000), and may have health consequences for workers (Kim et al., 2008). Exceptions include some voluntary shift work, or alternate or reduced work schedules that provide workers the opportunity to juggle competing work and family demands (Thompson, Beauvais, and Lyness, 1999).Traditionally, research in this area focussed on "non-standard" employment, defined as anything deviating from the standard employment relations (SER) of the early 1900's (Economic Council of Canada, 1990;Kalleberg, 2000;Krahn, 1991). Yet recent research has argued against such crude characterizations and instead emphasizes levels of precarity across non-standard employment (Cranford, Vosko, and Zukewich, 2003;Kalleberg, Reskin, and ...

Always cite the published version, so the author(s) will receive recognition through services that track citation counts, e.g. Scopus. If you need to cite the page number of the TSpace version (original manuscript or accepted manuscript) because you cannot access the published version, then cite the TSpace version in addition to the published version using the permanent URI (handle) found on the record page. ABSTRACTWe examine the association between perceptions of spouse's work-to-family conflict, family stressors, and mental health outcomes using cross-sectional data from a sample of 1,348 dual-earning parents from a 2011 nationally representative survey of Canadian workers. Based on crossover stress theory and the Stress Process Model, we hypothesize that perceptions of spouse's work-to-family conflict are associated with family stressors, which in turn mediate the association between perceptions of spouse's work-to-family conflict and individuals' mental health. Using ordinary least square regression techniques, we find that perceptions of spouse's work-to-family conflict are associated with mental health outcomes, as well as secondary family stressors.Furthermore, the family stressors resulting from perceptions of spouse's work-to-family conflict facilitate family-to-work conflict among respondents, which further explains the association between perceptions of spouse's work-to-family conflict and mental health outcomes. We discuss the implications of these findings for theories of crossover stress and the Stress Process Model.